(solution) As a small business employer, explain how nontraditional work schedules might make it easier for…

(solution) As a small business employer, explain how nontraditional work schedules might make it easier for…

As a small business employer, explain how nontraditional work schedules might make it easier for you to recruit employees Document Preview: Please read Chapter 3 Case Study #2 on pages 135 and 136. In your first post please address the following: 1. Evaluate the conduct of Peter Lewiston against the EEOCs definition of sexual harassment. 2. Should the internet or motive behind Lewiston’s conduct be considered when deciding sexual harassment activities? Explain. 3. If you were the district’s EEOC officer, what would you conclude? 4. What disciplinary action, if any, would you take? In your second post comment on one of your classmates posts. For example: Do you think that your classmate should have included another factor? Why or why not? Maybe you agree with your classmate, but for another reason that he or she stated. If so, explain. The charges for sexual harassment against Peter Lewiston are definitely correct because as per the U.S. Equal Employment Opportunity Commission; it is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. An example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be of the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. In this case, Peter Lewiston created a very…